Career planning is the process by which one selects career goals and the path to these goals. Career development is those personal improvements one undertakes to achieve a personal career plan. Career management is the process of designing and implementing goals, plans and strategies to enable the organization to satisfy employee needs while allowing individuals to achieve their career goals. So, due to this career planning and development is necessary to each and every employee in an organization. The need of career planning and development is felt in each and every organization of today's global world.

Need for Career Planning: -

Career Planning is necessary due to the following reasons:

1. To attract competent persons and to retain them in the organization.

2. To provide suitable promotional opportunities.

3. To enable the employees to develop and take them ready to meet the future challenges.

4. To increase the utilization of managerial reserves within an organization.

1. Strong commitment of the top management in career planning, succession planning and development.

2. Organization should develop, expand and diversify its activities at a phased manner.

3. Organization should frame clear corporate goals.

4. Organization should have self-motivated, committed and hard working employees.

5. Organization's goal in selection should be selecting the most suitable man and place him in the right job.

6. Organization should take care of the proper age composition in manpower planning and in selection.

7. Organization should take steps to minimize career stress.

8. Organization should have fair promotion policy.

9. Organization should publicize widely the career planning and development programmes.

Advantages of Career Planning:-

For Individuals:

1. The process of career planning helps the individual to have the knowledge of various career opportunities, his priorities etc.

2. This knowledge helps him select the career that is suitable to his life styles, preferences, family environment, scope for self-development etc.

3. It helps the organization identify internal employees who can be promoted.

4. Internal promotions, upgradation and transfers motivate the employees, boost up their morale and also result in increased job satisfaction.

5. Increased job satisfaction enhances employee commitment and creates a sense of belongingness and loyalty to the organization.

6. Employee will await his turn of promotion rather than changing to another organization. This will lower employee turnover.

7. It improves employee's performance on the job by taping their potential abilities and further employee turnover.

8. It satisfies employee esteem needs.

For Organizations: -

A long-term focus of career planning and development will increase the effectiveness of human resource management. More specifically, the advantages of career planning and development for an organization include:

i. Efficient career planning and development ensures the availability of human resources with required skill, knowledge and talent.

ii. The efficient policies and practices improve the organization's ability to attract and retain highly skilled and talent employees.

iii. The proper career planning ensures that the women and people belong to backward communities get opportunities for growth and development.

iv. The career plan continuously tries to satisfy the employee expectations and as such minimizes employee frustration.

v. By attracting and retaining the people from different cultures, enhances cultural diversity.

Apart from advantages, there are some limitations. So, let us have a look at the limitations of career planning. Despite planning the career, employees face certain career problems. They are:

Dual Career Families: -

With the increase in career orientation among women, number of female employees in on increase. With this, the dual career families have also been on increase. Consequently, one of those family members might face the problem of transfer. This has become a complicated problem to organizations. Consequently other employees may be at disadvantage

Low ceiling careers: -

Some careers do not have scope for much advancement. Employees cannot get promotions despite their career plans and development in such jobs.

Declining Career Opportunities: -Career opportunities for certain categories reach the declining stage due to the influence of the technological or economic factors. Solution for such problem is career shift.

Downsizing/Delayering and careers: - Business process reengineering, technological changes and business environmental factors force the business firms to restructure the organizations by delayering and downsizing. Downsizing activities result in fixing some employees, and degrading some other employees.

Review of literature

(Bardsley 1987) IBM's career planning workshop focuses on the interests, skills, and contributions inherent in the individual's current job. Employees study their jobs' components and learn how to make the work more challenging. In addition, participants learn how jobs evolve from business needs

Leibowitz, Farren, and Kaye (1985) it has been present a model for designing and implementing a career development system. Their guidelines include the following: o State specifics o Tie the program to overall human resource development o Tailor the program to the culture o Build from a conceptual base o Plan long-term approaches, short-term payoff o Design multiple approaches o Co-design and manage the project o Ensure top management support o Publicize accomplishments

Slavenski and Buckner (1988) it conclude their paper with a list of recommendations garnered from the literature and from their own experiences with career development in the workplace. Among their recommendations for persons designing and implementing career development are the following: o Link new programs to other parts of the career development system o Design the program in terms of the specific organizational culture o Think of career development as a process, not a program o Involve line management.

Choong Kwon Lee (2010) It has been described that agency theory is proposed as a framework for explaining the design of IT jobs and career paths. To support this theory, data about knowledge, skills, and abilities (KSAs) were gathered and analyzed from Fortune 500 job listings for the Programmer/Analyst Systems Analyst IT Manager career path. The results indicate that agency theory has significant predictive power over the type and importance of IT KSAs for job sequences along IT career paths. The results have implications for both researchers who are looking for theories that explain IT job design and career path development and managers who are challenged with decisions about how to design IT jobs and manage IT career paths.